7 Magical ‘C’s’ of Employee Engagement

Swati Chaudhary has spent over 4 years in the Digital Marketing Industry and has written numerous content pieces, covering domains such as technology/software, education, entertainment & news. Currently working with CareerBuilder India, she now helps job aspirants solve their career-related issues. Connect with her on Twitter: @iSwatiChaudhary

To most of the HRs, employee engagement means organizing offsite parties, birthdays & anniversaries, cultural programs, Friday bashes and much more.  However, the question is ‘Are these extra-curricular activities alone powerful enough to motivate and retain the employees working in the organization?  The role of HR goes much beyond than this.

Disengagement is directly proportional to reduced productivity, attrition rate and has a serious effect on the overall business output. The engaged workforce has the power to provide business a competitive advantage which, on the other hand, help organizations lead the market. But, if fun and folic can’t help, then what’s the secret of a successful ‘Employee Engagement’? What steps can leaders implement to make employees deliver their best?

This blog summarizes and answers a very important question, ‘How HR leaders  can engage the mind, heart and attitude of their employees’?

7 Magical ‘C’s’ of Employee Engagement

7 Fail-Safe Employee Engagement Strategies

Let’s have a look at the seven magical tips that HR leaders/managers can implement to ensure the employees are retained for a longer haul:

  1. Help Them Grow

In the current competitive market you cannot simply keep your employees arrested in any case. Investing in the careers of your employees can help you in breeding enthusiasm and goodwill among them, which can ultimately result in better results overtime.

What you need to do? Begin with providing challenging and meaningful job roles, which come with career advancement opportunities to them. Great leaders not only know the capabilities of their employees but also show visible trust in them by providing them with tools, which work as learning opportunities for their respective roles. Create a sense of confidence and help  employees meet the real challenges.  Ask them how they want to deliver a particular task or how they can blend their additional knowledge into their current job responsibilities. Providing an opportunity to employees to take micro level decisions ensures they develop an expertise over time and contribute in the organizational thinktank.

  1. Connect with Employees

HR often claims that “Employees are Our Most Valuable Assets”, but their actions fail to reflect the same. Employee Engagement is a reflection of ‘how employees feel about their relationship with their managers ?’.

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HR leaders must be able to express that they truly value their employees. One of the best ways to express your connect with employees is by investing time in employee-focused initiatives, such as profit sharing for top talents, implementing work-life balance practices, providing them self-improvement programs, taking instant feedback about work culture, colleagues and anything which affects them. Let your actions speak as an organization, that you truly value your employees.

  1. Ensure Clarity with Employees

Employees appreciate very clear communication about what the company plans in future, how they benchmark their success and how vital their role is in achieving the same. HR managers must provide clarity about organizational goals, how those can be achieved and very importantly, how can employees contribute.

Furthermore, they must be able to provide a clear image of the organizational success or losses through effective and transparent communication. This clarity in communication is reflected by how honest you are with your employees, which certainly results in building trust with them. Eventually, employees work hard by attaching themselves with everything affecting the organization and emerge as an effective, untiring team, which is a real success for HR.

  1. Motivate Employees

While HR managers have a habit of clarifying the expectations and providing feedback to their employees, a great HR head works constantly to improve the skills of their people and create small wins to help them grow. Small wins are great motivators and help employees perform to their full potential. Creating error free processes and establishing procedures to help employees’ master important tasks and achieve predefined goals is extremely crucial.

  1. Congratulate Them!

As per several employee engagement surveys, employees constantly feel that they get an immediate feedback for poor performances, but management fails to reward them for stronger ones. Good HR managers believe in congratulating the effective employees as a means to make them feel deserved for the success achieved.

  1. Care for Them!

In this non-emotional world, care is the ultimate weapon that helps organizations deepen their relationship with the employees. Expressed through a random day-to-day gesture, caring requires HR managers to be sensitive, empathetic and spontaneous. Caring for the need of employees and timely voicing it via apt action is extremely important and it is proven that genuine care deepens engagement.

  1. Contribution Matters

Employees’ desire to know that their contribution matters and they are adding value to organizational success. A small gesture of acknowledging their contribution can take the emotions to a higher level and motivate them. Hence never lose an opportunity to acknowledge their contribution in the value chain. Implementing a measurement system that can determine and reward valuable contribution of employees is important within an organization.

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What Else Matters?

Furthermore, a sense of control/decision-making, external/internal collaboration, job credibility are a few other parameters which enhances public trust on a leader and foster employee engagement within an organization. Implementation of organizational and behavioral strategies to improvise corporate engagement is the key.

How It Can be Done?

Having said that, employee engagement is an ongoing process and it is crucial for a leader to create a sustainable HR policy which can hold employee interest and motivate them at the same time. The above-mentioned wands of employee engagement not only help leaders identify the engagement level within their organization, but also help them eliminate the root cause of disengagement.

Engaging an employee is not about locking him up in a case, but, it is about building a faithful relationship between senior management, managers, supervisors and workers. With the help of before-mentioned 7 effective actions, employers can strengthen their relationship with employees, which, on the other hand, can help them foster engagement and a deep sense of commitment among employees.

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